The Challenges Mature Brit-Asians Face Joining the Workforce

Joining or rejoining the workforce as a mature Brit-Asian can bring challenges for those from Pakistani, Indian and Bengali backgrounds.

Continuous technological advancements make the labour market and workplace ever-changing and can demand upskilling more rapidly than in the past.

Mature Brit-Asians can have rich experiences and expertise that make them invaluable within the workplace across sectors.

However, they can face challenges when seeking employment and joining the workforce. Despite their experience and qualifications, they may struggle with barriers such as age discrimination, limited digital skills, and cultural expectations.

These obstacles are often compounded by stereotypes and biases that prevent fair access to job opportunities.

These issues can significantly impact the ability of mature Brit-Asians to join or rejoin the workforce. DESIblitz delves into the challenges mature Brit-Asians can face.

Showing the Transferability of Lived Experiences and Skills

One challenge mature Brit-Asians can face is recognising how to articulate and market their transferable skills and lived experiences.

Shareen*, a 49-year-old British Pakistani, had not undertaken paid work since she was 21:

“Once I was pregnant, I stopped working in the factory where I worked and became a stay-at-home wife and mum.

“But that doesn’t mean I did over 20 years of nothing. I raised five children, cared for my in-laws, who lived with us and managed a household.

“My budgeting and financial management, along with my husband working, got us through tough times. But I had no formal qualifications outside school.

“Unpaid work people do needs to be recognised more, like being a parent, carer and more; it involves key skills.”

Shareen wanted to rejoin the workforce once her youngest child finished college.

One of the difficulties Shareen found when attempting to re-enter the workforce was recognising her transferable skills and the importance of her lived experiences. Thus, she stated:

“The kids are more confident in discussing their value and experiences as assets. I wasn’t; I had no idea what transferrable skills were.

“It wasn’t until my niece sat down with me. She helped build my CV and cover letter and do some mock interviews; that’s when I realised I had done a lot.

“Along with doing online courses, learning to talk confidently about my transferable skills in applications and interviews helped me get work.”

Re-Skilling and Up-Skilling

Rapid technological advancements have increased the demand for digital skills across industries.

Mature Brit-Asians often require re-skilling or up-skilling to remain competitive and to add qualifications to their CV.

British Pakistani Sikena* maintained:

“Before I went back onto the job market after 12 years, doing online courses gave me confidence.

“Online courses sharpened my skills, helped me brush up on skills I already had and learn new skills.”

There are many online platforms offering advice and free online courses to help with up-skilling and re-skilling, such as:

• Open Learn (The Open University)
• National Careers Service (UK Gov)
• Free Courses in England
• Future Learn

However, issues of digital literacy, access, and digital poverty can prevent some from accessing online resources and training, which requires addressing in the digital age.

Thus, it is essential to signpost and make free courses accessible within communities. Spaces like libraries and community centres, where people can access devices and Wi-Fi, are also important.

Colleges, community centres, and hubs can offer the opportunity to undertake free and funded courses that can help with up-skilling and re-skilling.

Cultural Expectations and Family Responsibilities

Cultural norms and family responsibilities can influence career choices and work options for mature Brit-Asians.

Some experience pressure to prioritise family obligations and commitments over personal career growth and desires. Indeed, this is particularly true for women who are often primary caregivers.

Toslima*, a 52-year-old-British Pakistani, asserted:

“When my daughter-in-law had twins, there was an expectation from my husband and others that I should be very hands-on in helping her.

“I should be the one and only babysitter in the house, and so not go out to work as I wanted.

“For them, I still needed a home more than anything since both my daughter-in-law and son worked.

“They all know me. I honestly don’t know why they thought that would be the case, but I would agree.

“Yes, I would help, but as a grandparent, while I finally explored having a job and possible career.”

“I’d been saying for years I wanted to return to work and had just finished my degree.

“Husband got a right telling off luckily my son and daughter-in-law didn’t need one; they were on my side.

“Parents, especially women, are expected to constantly sacrifice and put their needs and wants on hold. This needs to stop.

“I’m sure there’s some who were or are in a similar situation to me who conceded to family.”

Discrimination and Stereotyping

While legislation exists to protect people, issues of racial discrimination and ageism cannot be ignored.

Mature Brit-Asians face the dual risk of both discrimination and negative stereotyping and treatment based on their ethnicity and age.

Fifty-three-year-old Aisha*, a British Bengali, maintained:

“I’ve seen it myself in interviews, thinking because of my age and I’ve been out of paid work for a decade, I’m digitally illiterate.

“Or they assume I won’t be able to keep up with the ‘modern pace’ of work.”

A study by the Chartered Management Institute (CMI) looked at 2,000 workers. It found more than seven in 10 Black and Asian workers have been overlooked for employment opportunities because of their identity.

According to research from the Centre for Ageing Better, the most common form of age discrimination occurs at work.

The study found that 37% of respondents in England in their 50s and 60s who encountered age discrimination in the previous 12 months said it occurred most frequently in the workplace.

Claire McCartney, senior inclusion adviser at the Chartered Institute of Personnel and Development (CIPD), revealed:

“Genuine inclusion with equality of opportunity boosts workforce diversity, helps address skill and labour shortages and benefits an organisation’s reputation and brand.

“Given our ageing population, the proportion of 50-plus workers in the workforce is expected to increase, especially if the retirement age rises further in the future.

“Therefore, it is crucial that employers establish the people management policies and practices needed to harness the skills of an age-diverse workforce.

“Older workers looking to enter or re-enter the workforce find it generally harder than other age groups to find new employment, often as a result of discrimination or bias on the part of employers and recruiters.”

Health Concerns and Difficulties

Health concerns and difficulties can also be challenges for mature Brit-Asians as they try to join the workforce.

A 2023 report by The Centre for Ageing Better highlighted that more people are living with significant illnesses and disabilities as they get older.

Furthermore, people from minority ethnic backgrounds experience some of the greatest inequalities in older age.

Zainab*, a 49-year-old British Bengali, said:

“When I started to look for work, it was hard at first, but after Covid and the flexible working, I found work I could do from home. That’s changed dynamics a bit, but employers can do more.

“I had to fight to get work to give me the equipment I needed at home.

“Getting a basic ergonomic mouse and keyboard was like pulling teeth.”

Fifty-year-old Aliyah*, a British Pakistani, found herself struggling to locate work due to severe pain and mobility issues from her health conditions:

“Family responsibilities stopped me doing a lot when I was younger. When my three kids were old enough, and at school, I started studying.

“Finally got my English and Maths qualifications. Did a computer course. Did my teaching level one and two. But then, in my late 30s, my health deteriorated.

“My plans to work turned to ash.

“I have multiple chronic conditions, symptoms like extreme fatigue, fainting, and pain where it’s hard to move, which means working in an office or hours of work isn’t possible.”

For Aliyah, a nine to five work routine is not feasible, nor is commuting to an office.

Moreover, even the option of remote work at a wage she can comfortably live is out of reach in her eyes. Her health conditions mean she can go days where she is not fully functioning. All of which prevents her from working.

The challenges highlighted illustrate the complex and multifaceted barriers mature Brit-Asians face in joining or re-entering the workforce.

Addressing these issues requires targeted policies and inclusive workplace practices to ensure fair opportunities for all.

Moreover, addressing these challenges is crucial for creating an inclusive and equitable job market.

Creating an equitable job market for mature Brit-Asians involves improving employment rates and recognising and valuing their contributions to society.

Moreover, while reskilling initiatives exist, some mature Brit-Asians can find them inaccessible or irrelevant.

Courses must not just target younger workers. Moreover, they must consider cultural nuances that impact training uptake among mature Brit-Asians.

There is also a need for more potent recognition of the value of lived experiences and unpaid work, such as managing a household and family, and how these produce vital transferable skills.